Progressing gender equity in the workplace is essential for building a fair, safe, inclusive and economically secure WA. As a significant employer of WA women, the WA community service sector plays an important role in supporting women’s long-term economic security and gender equity more broadly.
This research project examines the adoption of gender-equity supporting workplace policies in the sector, sector-wide attitudes and practical barriers to initiative implementation. Findings highlight the actionable opportunities for both government and employers to lead positive action to embed gender equity across the sector.
Key Findings
1. Respondents demonstrated a relatively consistent understanding of gender equity and equality. Nevertheless, gaps in understanding and buy-in for gender equity were identified at all levels of organisations. Respondents also demonstrated a common misconception that the community service sector is ahead on gender equity because the workforce is female-dominated.
2. Contrary to respondent perceptions, and despite common use of Awards, employee respondent data indicated a significant gender pay gap, primarily at the more senior role level.
3. High workloads and burnout were raised repeatedly. Respondents feel that while their supervisors may be supportive of professional development, their workload and roles limited access to these opportunities.
4. Flexible work policies are offered by most respondent organisations. Sexual harassment and family and domestic violence policies are less frequent. Small and medium organisations are less likely to have these in place.
5. Employee respondents showed strong positive perceptions of their employer’s policies and practices in relation to gender equity.
6. In relation to flexible work policies, employee respondents reported less availability than employer respondents. This may be due to limited awareness, lack of access due to job characteristics, or personal circumstances.
7. Employer respondents primarily promote awareness of policies through induction, though there is frequent training associated with sexual harassment policies.
8. Most employer respondents do not offer employer-funded paid parental leave.
9. Employees identified employer responsiveness to caring responsibilities, primarily through flexible work, as a very strong priority.
10. Current service resourcing levels was identified as a key barrier to implementing gender equity supporting policies.